Self-limiting questions
In other words, be sure that the question you ask doesn’t raise barriers or objections. For example:
Is relocation a necessary part of the job?
The very question raises doubts about your willingness to relocate. Even if the person selected for the position is not tracked for relocation, the negativity of the question makes the hiring manager wonder whether you are resistant in other areas as well.
If the issue of relocation is important to you, by all means ask, but go with a phrasing that reinforces your flexibility, not challenges it:
I’m aware that relocation is often required in a career and I am prepared to relocate for the good of the company as necessary. Could you tell me how often I might be asked to relocate in a five- or ten-year period?
Here are a few more examples of self-limiting questions and the com ments of recruiters who fielded them:
Is job-sharing a possibility? Possibly, but does this mean you can’t give us a commitment for fulltime work?
Can you tell me whether you have considered the incredible benefits of telecommuting for this position? Why do you want to get out of the office before you have even seen it?
I understand that employee paychecks are electronically deposited. Can I get my paycheck in the old-fashioned way? You are already asking for exceptions. What’s next? And are you afraid of technology?
I won’t have to work for someone with less education than I have, will I?
You clearly have a chip on your shoulder. Why should we take a chance that you don’t have other interpersonal issues?
The job description mentions weekend work. Are you serious? We’re serious about the job description. We’re suddenly less serious about you.
You get the picture. Don’t raise red flags. Once the interviewer has decided that you are the right person for the job, you will find the employer to be much more accommodating about issues like these. Wait until after you have the offer in hand before you raise these questions.